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A First-class Defence Recruitment Service

Finding a suitable job within the defence sector is dependent on a number of things. First of all, candidates must have the exact skills and experience which employers have a current demand for. They also need to patronize the service of a defence recruitment agency which has the specialist knowledge and experience to deliver effective recruitment solutions. These two key things will significantly increase a clients chances of securing their desired defence sector job placement. With the aid of a specialist recruitment firm, candidates can gain access to the world of career opportunities that are available within the defence sector. There are many companies that pride themselves on integrity and honesty. It is on this basis that these recruiting firms have built and excellent track record within the defence job market. For decades, these companies have been providing first-class defence recruitment services to both its corporate and candidate clients.


Merchandisers as Chartered Technologists in Apparel Industry

The concept of involving Technologists in the areas of Merchandising was evolved at Marks & Spencers were team building concept was also demonstrated.Previously in India.Hong Kong Polytechic,Bolton University were conducting exams for Associateship/Licentiateship Qualifications issued by Textile Institute UK.There were 11 papers for Associateship(for a diploma holder in Textile Technology)÷ with proper exemption from council of Textile Institute these exams were conducted at Indian institutions centre as sitra etc.,.The papers covers in depth analytical study of Textile Technology from fibre to general textile management studying for the exam has to be done by reading intensively on all magazines published in Textile Technology.Today this type of exams are conducted by Society of Dyers & Colourists but Textile Institute has accredited institute for Chartered status Qualifications throughout the World.


Hire a Champ not a Chump!

Traditional methods used the pen and paper strategy while during the early 1990s that transitioned to computers for many. Late 1990 saw the emergence of online training and testing so the aspect of courseware, LMS etc etc came of age. At the time due to bandwidth restrictions, corporate platforms were needed for some while others tried to work in reducing data to allow for the restrictions.

This produced a plethora of online courses that were text based and really offered long winded and very unexciting features. From the time of 2005 the movement toward larger bandwidths started to become more of a reality as Telco providers started to open up new cable infrastructures to allow for faster and larger downloads. From here multiple users not just the elite were allowed to receive their online courses with much more "real content".

However, the testing area resided in the old stream of things. Why? Well you hear the assertion that tests are specific or conform to standards so we have to keep them as they are.Hmm.. sounds like the platforms created did not encompass 360 degree ( a hot word) tests, so the easiest theme is to state "we already have the best". This stopped many normal HR managers and trainers from arguing the point as doing so would work against their current investments.

During 2007 a company, Super Candidate Inc, started to tout a technology they had been developing since 2003 to a market they believed would truely be there one day. The day had arrived - the bandwidth day of fast stream MYSPACE, YouTube and others alike.

As the popularity of video content is abundantly clear, this company hopes to change the way people in the testing arena envisage tests. Why not add video, sound, images, Pdf,doc and all sorts of other media to test questions.

Just image the number of test question in areas such as technical, call center,languages, life sciences, legal etc etc could do to your questioning quality. Like pick it up 10 fold as pictures speak a thousand words and no doubt video and sound combined speak a million pictures...

The aim of Super Candidate was not just a rash jump on the bandwagon of training like the likes of Adobe, with products that only work with their platforms and orÒ if you pay them through the nose or add multiple servers etc etc to make a credible product. It was a design of a company that had won several awards from the likes of PC Magazine, Computer Shopper and even QVC for products that are actually user friendly, practicalÒ and can be deployed in lightening time.

For example, there is about a 5 minute learning curve to creating tests including step by step video tutorials. How about integration to virtually any online courseware meaning that within a few steps it could be linked to anyones website that has courseware to offer. The abilty to allow users to create tests that required only typing skills opened the door for many of those who are not programmers as well as those who require short learning curves.

Adding video and soundbite questions increases the power of your tests and you should be fast in adopting this method in this changing age to offer your candidates and companies alike a higher quality of testing. Place the ease of use, unlimited tests, unlimited reports, data sharing with 99% of corporate databases and even cell phone notification for those who are busy throughout the day, makes the product supercandidate a tool that you cannot do without.






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